Gender Equality in Business as a Global Trend

Diversity means equality

Concern for diversity has become a permanent part of companies' recruitment strategies in Poland. Recruitment difficulties additionally mean that employers are increasingly opening up to candidates from groups that have so far been less professionally active, recognising the valuable competences and the value that diversity brings to business. Despite many positive changes, however, one of the burning issues remains the unequal opportunities of women and men in the labour market – both in terms of pay and the career paths available.

The latest Hays Poland survey “Women in the Labour Market” shows that the Polish labour market is an increasingly accessible and friendly place for women. This opinion is shared by 76 per cent of men and 54 per cent of women. Poland is also climbing higher in rankings of markets friendly to women and their professional aspirations. However, survey participants point to the still-present manifestations of unequal treatment of women and men in the labour market, resulting, among other things, from beliefs and stereotypes about women in the labour market that function in society. There are still many areas that require action aimed at equalising opportunities.

Working conditions still unequal

As the research by Hays Poland, as well as by independent institutions and organisations, shows, the problem of unequal treatment of women and men still exists, and one of the areas strongly affected by it is the labour market. Many employees notice disparities in the conditions offered to women and men and situations where, in the same position, women receive worse conditions or fewer development opportunities than their colleagues. However, Hays research shows that women are not laying down their arms – they are increasingly ambitious, they strive for their professional future and combine the social roles they play at home and in the labour market. Company boards are noticing the change in public mood and are joining in promoting diversity and the activation of women in the world of business.

Diversity in business means assessing employees solely on the basis of their abilities, competences and knowledge. In this context, it should make absolutely no difference whether a capable employee is a woman or a man, a person aged 20 or 50 – notes Marc Burrage, Managing Director of Hays Poland. – Women make up a significant proportion of Hays employees worldwide. We emphasise equal treatment in our daily work, which fits in with this year's Women's Day motto – “All for equality”. The importance of action for equality is enormous, and its absence is a problem not so much for women as for business – adds the head of Hays Poland.

Do women deserve less?

Do women deserve less?

How does gender equality change women's position in the labour market?

The main manifestation of unequal opportunities remains the issue of pay – the so-called pay gap. In the Hays Poland survey “Women in the Labour Market”, only 42 per cent of women and as many as 70 per cent of men said that employees with similar qualifications can expect the same pay – regardless of gender. From the perspective of women, but also of a growing proportion of men, the pay gap is a burning challenge for the entire labour market.

Where does the pay gap come from? Labour market experts' observations show that the main reason is the disproportion between women and men in the best-paid professions. The pay gap is also influenced by the fact that women more often work part-time and take longer leaves related to childcare. What is more, women much more often than men look after the home, children, but also ageing parents. Statistically, women have less time for their professional life, promotion takes them longer and they more readily stay in roles that allow them to reconcile their professional and personal lives. Meanwhile, the pay gap is deepening, and the difference in average pay between women and men is very visible.

This is confirmed by Statistics Poland (GUS) analyses, although employees' own experiences matter more to them. In the labour market, the stereotype about women's lower effectiveness in business is still repeated, and at the same time many women remember the difficulties they encountered in their professional careers. However, it should not be forgotten that there are also professions where women hold more senior positions and therefore earn more than men. Employers point here mainly to areas related to finance and economics as well as marketing and public relations.

Promotion should always be decided by competences, results, an employee's commitment and attitude. Striving for parity at any cost is a bad solution, but sensitivity to maintaining balance and monitoring the employment and pay structure in individual positions makes enormous sense. – says Marc Burrage.

What matters are the actions and initiatives actually taken by companies. Thanks to them, both women and men should have genuinely equal opportunities to develop their competences, acquire valuable skills, take a particular career path and influence the business. Companies that take a professional approach to addressing the challenges arising from employees' gender are already offering employees flexible working hours and planning career paths that take into account the non-professional roles employees play. In the face of the global skills gap, which forces employers to look for skills among new groups of candidates often previously overlooked in recruitment, equalising the differences between women and men in business is an increasingly dominant global trend.

Summary

Despite positive changes in the Polish labour market, unequal opportunities for women and men remain a burning problem. As Hays Poland research shows, the pay gap is the most visible – only 42 per cent of women believe in equal pay for similar qualifications. Experts point out that the causes are disproportions in the best-paid professions and the burden of caregiving duties placed on women.

Marc Burrage, head of Hays Poland, stresses that promotion should be decided by competences, not parity at any cost. Companies are increasingly offering flexible working hours and planning career paths that take non-professional roles into account, which makes equalising differences a global trend.